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Der Themenkomplex urbane Mobilität ist getrieben durch den Verkehrsinfarkt in Ballungszentren, durch Luftverschmutzung und Lärm, sowie den Trend zum Leben in der Stadt in den städteplanerischen Fokus gerückt. Emissionsneutrale Antriebskonzepte in der Luftfahrt führen zu Ansätzen Fluggeräte einzusetzen, die batteriegetrieben vertikal aufsteigen und landen können. Flugphysikalisch und energetisch ist diese Technik nur dann sinnvoll, wenn es zwingende Gründe gibt (z.B. Rettungseinsätze), daher wird der flugphysikalische Hintergrund prinzipiell erläutert. Es werden einige aktuelle Lufttransportkonzepte für eine urbane Personenbeförderung vorgestellt. Sollte es verstärkt zu Lufttransport über Städten kommen, müssen betroffene Lufträume geordnet und überwacht werden. Wie kompatibel Lufttransportsysteme mit den heute bereits relevanten urbanen Beförderungsmitteln sein müssen, wird kritisch diskutiert. Abschließend werden die Aspekte Akzeptanz durch die Kunden und Wirtschaftlichkeit ebenso angerissen, wie die hochproblematische Rohstoffgewinnung, die Entsorgung und das Recycling von Batterien.
Das Ziel des INTERREG-Projektes „SHAREuregio“ (FKZ: 34.EFRE-0300134)
ist es, grenzüberschreitende Mobilität in der Euregio Rhein-Maas-Nord zu
ermöglichen und zu fördern. Dazu soll ein elektromobiles Car- und Bikesharing-
System entwickelt und in der Stadt Mönchengladbach, im Kreis Viersen
sowie in den Gemeinden Roermond und Venlo (beide NL) zusammen mit den
Partnern Wirtschaftsförderung Mönchengladbach, Wirtschaftsförderung für den
Kreis Viersen, NEW AG, Goodmoovs (NL), Greenflux (NL) und der FH Aachen
implementiert werden. Zunächst richtet sich das Angebot, bestehend aus 40
Elektroautos und 40 Elektrofahrrädern, an Unternehmen und wird nach einer
Erprobungsphase, mit einer größeren Anzahl an Fahrzeugen, auch für Privatpersonen
verfügbar gemacht werden. Die Fahrzeuge stehen bei den jeweiligen
Anwendungspartnern in Deutschland und den Niederlanden.
Im Rahmen dieses Projektes hat die FH Aachen „FlexSHARE“ entwickelt
– ein methodisches Framework zur innovativen Gestaltung urbaner Sharing-
Angebote. Das Framework ermöglicht es, anhand von messbaren Kenngrößen,
bedarfsgerechte und auf die Region abgestimmte Sharing-Systeme zu entwickeln.
A research framework for human aspects in the internet of production: an intra-company perspective
(2020)
Digitalization in the production sector aims at transferring concepts and methods from the Internet of Things (IoT) to the industry and is, as a result, currently reshaping the production area. Besides technological progress, changes in work processes and organization are relevant for a successful implementation of the “Internet of Production” (IoP). Focusing on the labor organization and organizational procedures emphasizes to consider intra-company factors such as (user) acceptance, ethical issues, and ergonomics in the context of IoP approaches. In the scope of this paper, a research approach is presented that considers these aspects from an intra-company perspective by conducting studies on the shop floor, control level and management level of companies in the production area. Focused on four central dimensions—governance, organization, capabilities, and interfaces—this contribution presents a research framework that is focused on a systematic integration and consideration of human aspects in the realization of the IoP.
Implementation of gender and diversity perspectives in transport development plans in germany
(2020)
As mobility should ensure the accessibility to and participation in society, transport planning has to deal with a variety of gender and diversity categories affecting users’ mobility needs and patterns. Exemplified by an analysis of an instrument of transport development processes – German Transport Development Plans (TDPs) – we investigated to what extent diverse target groups and their mobility requirements are implemented in transport strategy papers. Research results illustrate a still-prevalent neglect of several relevant gender and diversity categories while prioritizing and focusing on eco-friendly topics. But how sustainable can transport be without facing the diversification of life circumstances?
There is a broad international discussion about rethinking engineering education in order to educate engineers to cope with future challenges, and particularly the sustainable development goals. In this context, there is a consensus about the need to shift from a mostly technical paradigm to a more holistic problem-based approach, which can address the social embeddedness of technology in society. Among the strategies suggested to address this social embeddedness, design thinking has been proposed as an essential complement to engineering precisely for this purpose. This chapter describes the requirements for integrating the design thinking approach in engineering education. We exemplify the requirements and challenges by presenting our approach based on our course experiences at RWTH Aachen University. The chapter first describes the development of our approach of integrating design thinking in engineering curricula, how we combine it with the Sustainable Development Goals (SDG) as well as the role of sustainability and social responsibility in engineering. Secondly, we present the course “Expanding Engineering Limits: Culture, Diversity, and Gender” at RWTH Aachen University. We describe the necessity to theoretically embed the method in social and cultural context, giving students the opportunity to reflect on cultural, national, or individual “engineering limits,” and to be able to overcome them using design thinking as a next step for collaborative project work. The paper will suggest that the successful implementation of design thinking as a method in engineering education needs to be framed and contextualized within Science and Technology Studies (STS).
Diversity is increasingly being addressed as an innovation-promoting factor. For this reason, companies and institutions tackle the integration of a diversity management approach that enables a heterogenic perspective on innovation development. However, system-theoretical frameworks state that the implementation of diversity measures that are not tailored to the needs of the organization often leads to a rejection or reactivity with regard to the management approach. In this context, especially organizations, which are characterized by a specific hierarchical structure, a dominant habitus or specialist culture, must face the challenge of realizing a sustainable change of the corporate culture that sets the basis for implementing diversity management approaches. The presented research project focuses on analyzing the situation in a huge scientific collaborative project - so called Cluster of Excellence (CoE) - with the aim to implement a diversity - and innovation management strategy. Considering the influencing determinants, the CoE is characterized by its embeddedness in the scientific system, a complex organizational structure, and a high fluctuation rate. The paper presents a systemic approach of reflecting these factors in order to develop a diversity- and innovation management strategy. In this frame, the results of a quantitative survey of CoE employees and derived mindset-types are presented. The results show a need for taking different mindset-types into account, to be able to develop a tailored management strategy. The aim of the project is to give recommendations for developing a sustainable management concept that promotes both diversity and innovation by drawing on the persisting mindsets of organization members while reflecting top down as well as bottom up factors of implementation processes as well as the psychology of change. This paper addresses all who are concerned with the management of human resources in innovation processes and are striving for a cultural change within the framework of complex organizations.
As an interdisciplinary research network, the Cluster of Excellence “Integrative Production Technology for High-Wage Countries” (CoE) comprises of around 150 researchers. Their scientific background ranges from mechanical engineering and computer science to social sciences such as sociology and psychology. In addition to content- and methodbased challenges, the CoE’s employees are faced with heterogenic organizational cultures, different hierarchical levels, an imbalanced gender distribution, and a high employee fluctuation. The sub-project Scientific Cooperation Engineering 1 (CSP1) addresses the challenge of interdisciplinary cooperation and organizational learning and aims at fostering interdisciplinarity and its synergies as a source of innovation. Therefore, the project examines means of reaching an organizational development, ranging from temporal structures to a sustainable network in production technology. To achieve this aim, a broad range of means has been developed during the last twelve years: In addition to physical measures such as regular network events and trainings, virtual measures such as the Terminology App were focused. The app is an algorithmic analysis method for uncovering latent topic structures of publications of the CoE to highlight thematic intersections and synergy potentials. The detection and promotion of has been a vital and long known element in knowledge management. Furthermore, CSP1 focusses on project management and thus developed evaluation tools to measure and control the success of interdisciplinary cooperation. In addition to the cooperation fostering measures, CSP1 conducted studies about interdisciplinarity and diversity and their relationship with innovation. The scientific background of these means and the research results of CSP1 are outlined in this paper to offer approaches for successful interdisciplinary cooperation management.
Contemporary research appreciates a diverse workforce as a potential source of innovation. Researchers explore the fine details of why diversity management is central for generating innovations in heterogeneous research groups and how it could be effectively implemented into organizations. Complex research associations that discuss topics with a high impact on society increasingly address the necessity of establishing a diverse workforce to confront the challenges of tomorrow. Characterized by complex management structures as well as hierarchies, research associations have not been a subject of investigation until now. For this reason, the presented research project aims to develop a diversity and innovation management strategy with the ultimate goal of inducing change in the corporate culture. The proposed approach consisted of six phases; the first two phases investigated the status quo of diversity in the existing organizational structures of member institutes and the variety of particular working cultures within the research association. The third and the fourth phases utilized qualitative and quantitative studies. The third phase focused on the connection of management level to diversity and innovation, and the need for diversity and innovation management, and tailor-made methods of implementing them. The first three phases have been accomplished successfully; preliminary results are already available. The fourth phase will mainly focus on exploring the mind-set of the employees. The fifth phase will consolidate the findings in the first four phases into an implementable strategy. The final phase will address the implementation of this strategy into the organization. Phases 4 to 6 have not yet been undertaken
Many of today’s factors make software development more and more complex, such as time pressure, new technologies, IT security risks, et cetera. Thus, a good preparation of current as well as future software developers in terms of a good software engineering education becomes progressively important. As current research shows, Competence Developing Games (CDGs) and Serious Games can offer a potential solution.
This paper identifies the necessary requirements for CDGs to be conducive in principle, but especially in software engineering (SE) education. For this purpose, the current state of research was summarized in the context of a literature review. Afterwards, some of the identified requirements as well as some additional requirements were evaluated by a survey in terms of subjective relevance.